Human Resource Management Mechanism Research Articles

Методические подходы к управлению человеческими ресурсами компании в условиях цифровой трансформации и построения эффективных бизнес-процессов

The Fourth Industrial Revolution, the global coronavirus pandemic, and the evolution of generations influence changes in approaches to human resource management. The purpose of this study is to develop a human resource management mechanism that takes into account modern trends and features of human resource management. During the study, approaches to defining the term “mechanism” in the fields of economics and management were analyzed, and the authors definition was formulated. The features of human resource management in modern conditions are described, among which the increasing role of skills and recognition of the importance of human-centricity, the introduction of digital technologies, personnel shortages, the transformation of requirements for corporate culture, and the need for continuous training are of decisive importance. The possible influence of the identified features on the formation of a human resource management mechanism is shown. The most advanced approaches to human resource management in foreign companies are analyzed, which take into account modern trends and features (a skills-based management model, the introduction of digital technologies in human resource management, the introduction of a mentoring system, etc.). Based on the results of the study, an original management mechanism for human resource in the conditions of the digital transformation of the company was proposed, considering the identified management features.

ANALYSIS OF EMPLOYEE LOYALTY - A CASE STUDY OF PINGDINGSHAN BRANCH OF BANK OF CHINA

This article aims to investigate the employee loyalty in the context of banking industry and takes the staff of Pingdingshan Branch of Bank of China as research target to study the influencing factors of employee loyalty. The article will focus on the following sections. First, the relevant concepts and associated analysis lay the foundation for further research. Secondly, the theoretical research model is designed to develop the questionnaire and collect relevant information.Finally, the structural equation model is established to verify the hypothesis and draw a conclusion. It is concluded that the human resource management mechanism, personal factors, internal factors and external factors have the employee loyalty. Based on the findings, to provide relevant advice to the Pingdingshan Branch of the Bank of China and others.

СОВРЕМЕННЫЕ АСПЕКТЫ РАЗВИТИЯ КОНЦЕПЦИИ УПРАВЛЕНИЯ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ В ВУЗЕ

In the modern conditions of the development of the higher education system, new challenges arise and at the same time opportunities for the formation, implementation and development of the concept of human resource management. This concept as a system allows you to include the synthesized experience of past management techniques, localize them at the national level, form unified criteria of professional competencies of higher education and integrate modern information and digital technologies that allow automating and optimizing the use of human resources. This provides forming a comprehensive assessment of the effectiveness of the human resource management mechanism and carrying out a strategic design of the motivation structure of higher school employees. The use of promising technologies for the development of human resources at the university includes adaptive management technologies, the use of big data technology, accounting and implementation of ethical aspects of management.

Mechanism Construction of Human Resource Management based on Blockchain Technology

Abstract The traditional human resource management system is faced with such problems as the quality of staff recruitment can not be guaranteed, the training performance is not consistent with the actual performance, the enterprise performance appraisal is unfair, and the salary distribution is unfair, which seriously affects the enthusiasm and loyalty of employees and threatens the survival and development of enterprises. In view of the current situation and problems of human resource management system, combined with the technical characteristics of blockchain, this paper proposes a human resource management mechanism based on blockchain technology, in order to achieve the company’s human resource management system accurate, efficient, open and transparent. It is found that there is a good coupling between blockchain technology and human resource management system. This paper constructs a human resource management mechanism based on blockchain, innovates the application scenarios of blockchain technology, and provides certain guiding significance for the establishment of human resource management system and process improvement in the future.

Research on Human Resource Management for Telework Informatization under the Background of Epidemic Prevention

The Corona Virus Disease in 2019 will have a serious impact on the normal operation of various industries. Under the environment of resuming work and production and ensuring safety, remote online office has become a core option for the operation of various industries. At present, remote office has met a lot of troubles, such as information asymmetry, inefficiency, regulatory difficulties, communication barriers, weakened confidentiality, and so on. This article focuses on exploring the mechanism of human resource management in remote office informatization in the context of epidemic prevention and control, and proposes distance education innovation for employee training, big data transformation performance evaluation, and cloud computing. This article also focuses on solving the problems existed in the remote office. It suggests some useful and innovative human resource management paths. For example, improving data sharing, network optimization and remote collaborative office and others, all of them offer a good idea which provides human resource decision-making reference for the orderly resumption of work and production in various industries.

Research on Innovation of Human Resource Management Mechanism in Colleges and Universities Based on Computer Aided Technology

The era of knowledge economy puts forward new requirements for the management of human resources in colleges and universities. The human resources management system in universities must be innovative in order to promote the development of higher education. This article describes the innovation of the human resource management mechanism of colleges and universities based on computer-assisted technology, and proposes measures to establish a mechanism to improve the total talent resources in College resources, the optimization and update mechanism of existing human resources in colleges and universities, and the innovation resource management mechanism.

Retraction: Research on Innovation of Human Resource Management Mechanism in Colleges and Universities Based on Computer Aided Technology (J. Phys.: Conf. Ser. 1648 032192)

This article has been retracted by IOP Publishing following an allegation that raises concerns this article may have been created, manipulated, and/or sold by a commercial entity. In addition, IOP Publishing has seen no evidence that reliable peer review was conducted on this article, despite the clear standards expected of and communicated to conference organisers. The authors of the article have been given opportunity to present evidence that they were the original and genuine creators of the work, however at the time of publication of this notice, IOP Publishing has not received any response. IOP Publishing has analysed the article and agrees there are enough indicators to cause serious doubts over the legitimacy of the work and agree this article should be retracted. The authors are encouraged to contact IOP Publishing Limited if they have any comments on this retraction. Retraction published: 16 September 2022

MECHANISM OF IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT AT THE ENTERPRISE

The basis for finding new conditions, factors and resources for creating and maintaining the competitiveness of enterprises in a fast-paced global environment are enterprise employees, human resources, their loyalty, motivation, competences and productivity. In addition, the study of human resource management mechanisms gives managers an "action plan" that is based on understanding of the practical role of human resource management in implementing strategic areas of enterprise development, ensuring its competitiveness and reducing human capital costs. Recent studies show that more than 70% of employees of domestic enterprises are not interested in the efficiency of their work. Changing approaches to human resource management is necessary to improve the situation. A new approach is needed to improve people management when human resources are viewed as a source of organizational development. Therefore, the purpose of this work is to develop a mechanism for managing human resources at the enterprise. To obtain conclusions based on reliable information, a system-structural analysis, an abstract-logical method were used as well as the method of comparisons. In the work it is proved that the mechanism of human resources management at the enterprise is a tool for the implementation of the human resource management strategy. The socio-economic functions of the human resource management mechanism are presented. The structure of the human resource management mechanism has been developed, which identifies the processes and tools necessary for the operation of this mechanism. It is substantiated that the strategy, as the main tool for the formation of the human resources management system, is constantly changing, and depending on the needs of the business, various processes are put into operation: the cycle of work organization, human resource planning, motivation and development. The paper describes the processes outlined above, which will help to understand the implementation of these processes in the human resource management mechanism. Thus, the mechanism of human resource management,suggested in the article, made it possible to identify the ways to improve the efficiency of human resource management.

L. Kapranovа, L. Melnikova, Human resource management in the global economy.

In article the conceptual and categorial device of human resource management process are investigated in conditions all of the accruing global economy. It is defined that human resource management of the enterprise happens in a business environment, becomes more and more global on coverage. The phenomenon of globalization in itself is a subject of heated disputes and bears in itself many aspects, about practice of human resource management both in the countries, and between them. It is defined that distribution of human resources depends on a number of questions, such as international competitiveness and labor productivity, depend on the broad range of variables. It is defined that at all specifics of integration of corporations in the neoliberal capitalism the impossibility of increase in employment and rise in unemployment in global economy are affected by two interconnected factors: replacement of the person with machines and relocation of the enterprises or production programs from industrialized countries with the high costs of production prevailing in them, in the countries with low expenses, provide an opportunity for receiving profit. A structurally -logic circuit of global economy was given. The conclusion is drawn that globalization has considerable influence on forming of the mechanism of human resource management. Thus, it is possible to speak about formation of global strategy of human resource management because of influence of multinational corporation on management process.

Research on Human Resources Management Mechanism of Chemical Enterprises

Chemical enterprises belong to one of the important basic industries in China. The human resources management is the key to improve the market competitiveness of chemical enterprises. Based on the theory of modern human resources management, this paper analyses and studies the present situation and problems of human resources management in chemical enterprises and puts forward the measures and schemes of constructing human resource management mechanism in chemical enterprises. This paper makes clear that the core of human resource management is people-oriented, and the perfect human resource management mechanism is the basis of enterprises maintaining the core power in the market competition. This paper analyses and discusses the existing problems and shortcomings in human resources management of chemical enterprises in China and puts forward corresponding improvement measures from performance evaluation system, staff training system and mechanism system in order to enlighten and provide reference to relevant employees.

FEATURES OF STAFF MOTIVATION NON-PROFIT DIVISIONS OF UKRAINIAN BANKS

The article considers problems of motivation of bank staff and propose measures to improve labor motivation of employees of non-profit divisions banks. Determined that the motivation of staff occupies a leading position in the mechanism of human resource management. Results of the analysis indicate that the leadership of the Ukrainian banks is not enough material focuses on staff motivation, which in turn, is the driving force in achieving good results in activity units and ensuring financial stability of the bank as a whole. Revealed that the motivation of non-profit divisions should be increased object of attention by the bank's management. Identify any issues that may arise in the implementation of the system of labor motivation unprofitable divisions of the bank, and ways to overcome them. Allocated to individual staff appraisal system as an effective method for estimating the degree of importance of each employee. Proposed to implement the activities of the moral motivation, as well as maintaining a high degree of loyalty to the bank.

Analysis of Improvement on Human Resource Management within Chinese Enterprises in Economic Globalization

In this study, we analysis of improvement on human resource management within Chinese enterprises in economic globalization. China’s entry into WTO has accelerated the economic globalization pace of Chinese enterprises and Chinese economy is further integrated with the global economy in a global scope. Human resource is what economic globalization of Chinese enterprises relies on, the first resource for China to participate in the international competition and is also the key to make effective use of other resources. Nevertheless, under the background of economic globalization, human resource management in Chinese enterprises is still faced up with quite a lot of challenges and problems. In order to establish a human resource management concept of globalization and set up a human resource management mechanism to respond to the economic globalization, this study makes a discussion and proposes management method and improvement measures for reference.

Patterns,effects and direction of the reform for public hospitals' internal operating mechanism in pilot cities

A summary of the reform for public hospitals'internal operating mechanism in 17 pilot cities identified its four main patterns,the internal decision-making machanism,human resource management mechanism,compensation allocation system,and business mechanism.It also analyzed the initial outcomes and problems encountered in the reform.On this basis,the authors proposed the direction for the reform pattern in designing the internal operating mechanism for reference of a wholescale reform of public hospitals in China. Key words: Public hospital; Internal operating mechanism; Pilot

Contemporary assumptions on human nature and work and approach to human potential managing

A general problem of this research is to identify if there is a relationship between the assumption on human nature and work (Mcgregor, Argyris, Schein, Steers and Porter) and a general organizational model preference, as well as a mechanism of human resource management? This research was carried out in 2005/2006. The sample consisted of 317 subjects (197 managers, 105 highly educated subordinates and 15 entrepreneurs) in 7 big enterprises in a group of small business enterprises differentiating in terms of the entrepreneur?s structure and a type of activity. A general hypothesis "that assumptions on human nature and work are statistically significant in connection to the preference approach (models), of work motivation commitment", has been confirmed. A specific hypothesis have been also confirmed: ?The assumptions on a human as a rational economic being are statistically significant in correlation with only two mechanisms of traditional models, the mechanism of method work control and the working discipline mechanism. ?Statistically significant assumptions on a human as a social being are correlated with all mechanisms of engaging employees, which belong to the model of the human relations, except the mechanism introducing the adequate type of prizes for all employees independently of working results. ?The assumptions on a human as a creative being are statistically significant, positively correlating with preference of two mechanisms belonging to the human resource model by investing into education and training and making conditions for the application of knowledge and skills. The young with assumptions on a human as a creative being prefer much broader repertoire of mechanisms belonging to the human resources model from the remaining category of subjects in the pattern. The connection between the assumption on human nature and preference models of engaging appears especially in the sub-pattern of managers, in the category of young subjects, as it has been expected.